Company details

Atlanta, GA

HEADCOUNT

10000+

ORG TYPE

Corporate

SECTOR

Finance

WEBSITE

https://company.globalpayments.com/

About the company

Global Payments is a payments and commerce technology company that helps businesses accept and manage payments across in-store, online, and software-integrated channels. The company also works with partners like banks and software platforms to embed payments into products and customer workflows. Global Payments operates through a mix of Global Payments-branded teams and product brands (including business units acquired over time). The company is in the middle of major portfolio changes, including large-scale deals that expand global merchant payments capabilities.

Locations and presence

Global Payments is headquartered in Atlanta, Georgia and operates across dozens of countries, with large teams spread across the Americas, Europe, and Asia–Pacific. Roles are advertised across many locations (including the Philippines), and some postings are explicitly remote or hybrid depending on function and country.

Palpable Score

74.0

/ 100

Global Payments is easy to enter through a structured internship program and regular junior hiring across multiple functions, including explicit “recent graduate” roles. Learning support looks well-built, with a centralized learning platform, mentoring, and internship development sessions that connect interns with leaders. Scores are held back by uneven public clarity on interview steps and mixed candidate and employee sentiment that suggests the experience varies a lot by team and location.

Pillar 1: Early-career access

Score

16.0

/ 20

The company runs a defined internship program (including a 10-week structure with planned development sessions, networking, and capstone-style work), which creates a clear annual entry point.
Global Payments posts roles that explicitly welcome new grads, including a Sales Development Representative role written for “Recent COLLEGE GRADUATES,” plus multiple “Associate” titles that commonly map to first professional roles.
The company repeatedly lists roles with low experience requirements (for example, “0–2 years”), which signals ongoing early-career hiring beyond internships.

Pillar 2: Hiring fairness and transparency

Score

13.0

/ 20

The company places a prominent anti-fraud warning on job pages, including a clear statement that candidates will not be asked for upfront payment, which helps protect early-career applicants.
Global Payments includes formal equal opportunity language and an explicit reasonable-accommodation contact for the application and interview process, which supports fair access on paper.
The company does not publish a consistent, role-by-role interview roadmap with stages and timelines, and public candidate accounts describe variable processes (from single interviews to multi-stage assessments), which limits transparency.

Pillar 3: Learning and support

Score

17.0

/ 20

The company’s internship setup includes weekly development sessions, executive touchpoints, and capstone presentations to leadership, which is the kind of structure early-career hires benefit from.
Global Payments describes a centralized Learning and Performance Center with large-scale course access (including “just-in-time” learning content), which suggests learning is not left to individual managers alone.
The company has formal mentoring in multiple places, including intern mentor pairing and a global mentoring program with defined cohorts, which is a practical support layer for early-career growth.

Pillar 4: Pay fairness and stability

Score

15.0

/ 20

The company publishes pay ranges on a meaningful subset of job postings (including hourly ranges and salary ranges with clear “what determines pay” language), which is a real transparency signal.
Global Payments job ads commonly present roles as full-time and include standard benefits language in-region (for example, retirement plans and benefits packages), which points to stable employment for many roles.
The company does not present consistent pay ranges across all geographies and early-career roles, so a candidate’s ability to compare offers still depends heavily on location and business unit.

Pillar 5: Early-career outcomes

Score

13.0

/ 20

The company reports that many interns move into full-time roles (and some continue part-time during the academic year), which is a concrete early-career outcome rather than “internship as a dead end.”
Global Payments has publicly discussed changes to hybrid flexibility tied to reduced attrition, which suggests the company tracks retention and adjusts policies when outcomes worsen.
The company shows mixed employee sentiment in public reviews, and LinkedIn profiles commonly reflect progression from intern or associate titles into higher engineering levels, but the company does not publish consistent promotion rates or early-career retention metrics by region, limiting confidence in outcomes.